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Workplace bullying...

Workplace bullying is clearly completely unacceptable. However, when employers put pressure on their managers to deliver - and the current economic climate adds to the pressure, there is sometimes a fine line between "robust management" and bullying. If employees are not performing to the required standard and not delivering all that is expected of them, the legitimate action taken by a manager to focus on improving performance can lead to the employee feeling under pressure and perhaps becoming stressed and that can be perceived by the employee to be bullying behavior. Whatever the case, this might have a significant impact on employee morale and productivity, at times positively and at times the other way. Have your say...

Workplace bullying should not be tolerated and has no place in the workplace. Any workplace bullying should be investigated and dealt with in accordance with the company's Bullying and Harrasment Policy. In addition, employees and management should be educated on what constitutes bullying and harrasment so there is clear understanding and it should also be included as part of the induction for new employees.

No surprise there, bullying is alive and well in the workplace. Statistically most bullies are female and the victims are also female. I've had the misfortune to have witnessed it first hand myself. The bully was female and it got so bad I felt I could no longer work there, I dreaded waking up in the morning and having to go to work. Bullys tend to be very clever and always appear 'whiter than white' to the management or always have an ally in the higher echelons. In my case the middle managers knew there was a problem (as two other people had made offical complaints in the past) but they did NOTHING, in fact the Dept head swept them under the carpet! Almost overnight she started to leave me alone, and my co-worker started to receive what I had. Suddenly I could do no wrong in her eyes and the other chaps life was made hell. Thankfully she moved on (due to PROMOTION!). Maybe they promoted to get rid, who knows? By the end, both of us were close to breaking point, and it was a thoroughly unpleasant experience. I feel so sorry for anyone who has to suffer this. My ownly regret is that Management seem to 'talk the talk' concerning bullying, i.e. zero tolerance, but when push comes to shove they are either unwilling or avoid the issue entirely. In my opinion the problem is weak management, the bully just exploits this weakness. Until managers learn that it totally unacceptable and deal with it, bullying will always occur.

Yes, I have been a victim of bullying. So much so, that I ended up losing the job of my dreams.

The bully in question was my supervisor, a senior manager, female, who very surrepticiously undermined my work, and consequently my identity. First of all when giving an important presentation, my best slides were mysteriously "lost". Then all the project ideas I initiated began to be turned down, and finally, out of the blue, I was presented with a list of work activities I could not, apparently, perform. I fought back as much as I could, but because of the lack (no the complete absence) of support throughout the institution, I had to go on sick leave in order to avoid the mental strain and stress which was making me very ill. There was a scared silence among the staff. I was finally forced out of the door and the remaining staff now behave as if I never existed.

When are companies and organizations going to recognize that bullying is such a dangerous and destructive part of today's workforce?

Oh dear, a complete lack of understanding about the difference between bullying people as opposed to managing or leading them. Some people do indeed need cajoling or encouraging as part of a tactic to get them motivated, but bullying is about abuse! Also, a lack of understandinbg about disciplining and setting boundaries and goals. Again, some people need discipline, but they don't need bullying...

As an independent HR Consultant, working in private and public sectors, my experience is that :

a) a lot could be prevented by more Management and Team training - it seems much of the verbal 'bullying' stems from the fact that the culprits simply do not know another way to express themselves; and have themselves experienced a culture where demands not requests are made of staff, so is self-perpetuating;

b) the 'victims' also suffer from a) and don't therefore understand how to deal with a 'bully' without using unacceptable behaviour/language themselves;

c) it would be useful to have training for either party as the first part of the policy solution - especially if both parties agree the occurrence actually happened, rather than simply go through formal proceedings ending with a warning or worse. The policy on any formal process should also include Mandatory Training

d) my own experience is that the more expensive the staff, the more Training they receive - which is indicates short-sighted Management who have clearly never bothered to establish the cost of bullying, including all the Management/staff/HR time in investigations and hearing cases, plus the detrimental effect on the affected teams, where there are frequently increases in sickness absences, including work-related stress.

e) frequently staff use the 'bullying' charge to simply pillory someone they don't like, or who, maybe, has the job they wanted. My experience is that all to often difficult staff are moved around an organisation (especially in large organisations) rather than anyone dealing with the real situation.

f) finally I have found that 'bullying' charges are rife in the Public sector, whereas they are infrequent in the Private sector. This could indicate that the increased training has an effect?

Workplace harassment is any type of unwelcome action toward an employee that leads to difficulty in performing assigned tasks or causes the employee to feel he or she is working in a hostile environment. Unemployment hurts, even more than spending most of your days in a cubicle.

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